How can a manager take this evidence and incorporate it into good developmental strategy in the day-to-day operations of a team?

Some thoughts:

1. Consider your culture of productivity.

You must understand the culture you’ve set. Are you being intentional? Or have you left your productivity culture to chance?

2. Model good practice.

If you can’t take the time to go for a short walk as a leader, or schedule in some time to disengage from work, then you can guarantee that your team won’t either.

3. Practice social rejuvenation.

As it says in the article, social rest can be one of the most rewarding types of rest. Try to plan social rest time into your work days.

4. Recognize what isn’t rest.

You don’t experience the positive output of rest if you use your “rest” time to scroll through Twitter or LinkedIn. You need to engage a different part of your brain, not simply turn off the productive part of it.

What do you think? Is this positive? Or is it just a whole new level of micromanagement? Let us know in the comments!